COACHING + TRAINING= better return on

learning

Newly acquired competence is • viable for the company• relevant to the job • personally meaningful

Transfer of learning to the workplace is facilitated

ROLI is higher when …

An immediate need for implementation of the new learning:work-based assignment or project

Newly trained individual feels empowered to try out new learning

Aim of sharing my learning

To convince you that coaching

as a vehicle for the transfer of learning acquired through training, increases the

potential to achieve Return on Learning investment

2 Successful Case Studies

What is Roli ?

How I came to my belief

Experience in Training field• Short term gains• Focused on satisfaction of learner• No support for implementation• Content not viable or relevant

Current economic recession calls for a different request re learning approaches

• Economic sense• Focus is on accreditation• Return on Investment

Coaching and mentoring under pressure to prove its contribution in measurable terms

Lets generate few metrics for C/M• Group exercise

• Conclusion• Personal view on coaching metrics

• It has to tie up with outcomes reached• It should be measurable (qualitatively or quantitatively)

The importance of metrics

Case Study

Project purpose

Metrics

Process

How was training plus coaching applied?

Results focus - Balanced scorecard Time saving Cost saving Improved relationships Medium to long term business created due to

improved market-image and customer-feedback

Case Study

Balanced scorecard

To offer technical services/total

engineering solutions to manufacturing industries

To develop a culture which fosters achievement and support

Customer-Orientation

Case Study

• AFPM plus coaching – project TalentGro

• Context• Aims• Process• Results

- Coachees/Learners- Line managers- Overall objectives

• Personal Learning: Process/Support/Visibility

Qualitative feedback

Coachees

• Ability to influence

• Personal conviction

• Skill of reflection

• Improved relationships

• More than a job

Managers

• Take more responsibility

• More action-orientation

• Better problem solving

• Better relationships

• Adding value to business

Metrics used to determine ROLI

Shorter meetings

Less rework

Improved relationships

More confident and influential

Sasol-specific project competence

Closure conversation with coachee

Coaching relationship between coach and coachee?

How will the coachee ensure sustainability (on-going learning) ?

Did the coachee take responsibility for the coaching experience?

Was the coachee open for this Coaching experience?

Was the coachee ready for this coaching experience?

Line manager - QUESTIONNAIRE

Do you believe that coaching adds value in a project execution environment?

Was there any noticeable change in behaviour (performance) after the coaching experience?

Was there improvement in application of the AFPM outcomes after the coachee attended the course?

Was Coaching explained andunderstood?

• Process is key

• Line awareness

• Visibility

• Communication

• Celebration

Personal learning